Punctuality - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

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Punctuality	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Starts the workday when scheduled.
Avoids making personal phone calls during working hours.
Starts meetings on time.
Arrives to meetings on time.
Maintains an efficient schedule of activities.
Conducts appointments at scheduled start time.
Invoices clients on a timely basis.
Responds to requests for information in a timely manner.
If [Participant Name] were to make improvements in Punctuality, what are your suggestions for how he/she can improve this?
Flexibility	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is open to change and new ways of doing things.
Regularly assesses current methods, welcomes feedback, and is willing to implement changes to improve efficiency and effectiveness.
Maintains an adaptive mindset crucial for navigating the dynamic challenges and opportunities that arise in business environments.
Adapts to new organizational structures, policies, or procedures.
Able to produce goods and services across a wide spectrum of business needs.
Adapts to circumstances as needed.
If [Participant Name] were to make improvements in Flexibility, what are your suggestions for how he/she can improve this?
Administrative Skill	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Organizes documents in a visually appealing and consistent manner, following company standards or branding guidelines.
Receives and welcomes visitors.
Drafts letters, memos, invoices, reports, and other business documents.
High attention to detail.
Speaks clearly to be understood.
Communicates effectively both in writing and verbally.
If [Participant Name] were to make improvements in Administrative Skill, what are your suggestions for how he/she can improve this?
Technology Use/Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Proficient in the use of technical systems and processes.
Adopts the implementation of new technology into the workplace.
Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
Supports technical training and development of employees.
Applies complex rules and regulations to maintain optimal system performance.
Understands and is committed to implementing new technologies.
If [Participant Name] were to make improvements in Technology Use/Management, what are your suggestions for how he/she can improve this?
Collaboration	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Devotes time and energy to empower the team to succeed.
Creates an environment that encourages information sharing.
Effectively uses technology to facilitate collaborative efforts in building process and policy documents.
Creates an environment where others feel comfortable sharing knowledge and information.
Rewards collaborative efforts of team members.
Is comfortable working with employees from different departments/divisions.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Empowering Others	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Allows individuals to be responsible for their decisions.
Gives employees the authority to act on their own.
Encourages employees to think outside the box.
Set clear goals for assignments.
Enables employees to take on more challenging roles.
Allows employees to take on more responsibilities.
If [Participant Name] were to make improvements in Empowering Others, what are your suggestions for how he/she can improve this?
Organizational Fluency	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Able to explain departmental policies and procedures to others.
Able to use corporate politics to advance department objectives.
Gets things done through the department.
Is aware of other organizational cultures to compare/contrast with the current organizational culture.
Anticipates problems that may affect the department.
Able to deal with sensitive issues with tact and professionalism.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?

45. Strengths
    
    
    
46. Areas for Development
    
    
    
47. Please give any final comments or suggestions for [Participant Name Here]'s assessment.